Feeling Stuck in the Busy-But-Broke Zone – How Did You Break Through?
Hey folks, I’m hoping to get some insight from those of you who’ve already muscled through this phase of business. I’m currently in that painful zone where the jobs are coming in steady—so much so that I’m completely maxed out—but the numbers aren’t quite adding up to confidently bring someone else on board. I’ve got the workflow, the drive, and the service quality dialed in, but when it comes to scaling by hiring help, I feel like I’m staring at a wall I can’t quite climb. The catch-22 is real: can’t afford help without more time, and can’t get more time without help. For those of you who made it past this threshold: - What did you do to shift the equation? - How did you find the confidence (or capital) to invest in that first team member? - Any creative pricing or scheduling tactics that helped balance the load in the meantime? Appreciate any stories, hard-learned lessons, or nuggets of advice. Trying to work smarter, not just harder.Do You Train Your Team to Think or Just Work?
Every Monday, we hold a short training session with our team. We train on communication. leadership. & mindset. The reason being most tradespeople aren’t struggling because they can’t do the work. They’re struggling because they were never taught how to: Speak with clarity Handle conflict Lead a crew Represent the business professionally These tend to be the issues I see bottling up, either from our exit interviews or customer feed back or when things are misunderstood. Thats why I'm curious: Do you train soft skills with your crew?
First Key Employee
Hey everyone, we have a remodeling company and made my first big hire and I don't think he's the right fit. this employee is very expensive and does not produce enough for the company. What are some questions I should ask to my next hire that would help weed out the good from bad. Thanks!We Hired for Skill & We Got Burnt.
When I first started hiring, I focused on work ethic and skills. We all look for the 3-5 year guy in the field. That’s how I saw every other electrician hire. Until we’ve trained side-by-side with leaders from the Ritz Carlton, studied what world-class hiring really looks like, and built our own system to bring it into the trades. But after years in the field, and now in my own electrical contracting company, I’ve learned that’s not enough. The trades have a people problem because we skip the part that matters: Character. Trust. Vision. And it’s how we filter now. What do you all think?Everyone Wants to HIRE the “3–5 Year Guy” — But Why?
Once again, contractors are falling into the same pattern. I keep seeing posts on Instagram that say: “Must have 3–5 years experience.”What do you guys think about this? Here’s my take: It’s because most people want someone they can toss straight into the field. No training. No culture building. Just go-go-go. But that’s how we end up with more bad hires than good ones. Here’s the truth: Hiring talent doesn’t fix broken systems. If you don’t know what problem you’re solving — even the “perfect” hire won’t help. So I made this visual graphic to help. This is how I think through hiring when I know I’m ready to grow. What are your thoughts?
Hiring Strategies – What’s Working for You?
Hey everyone I’m currently expanding my team at Prestige Impact Center, and I’d love to hear from fellow business owners and recruiters: What platforms or strategies have worked best for you when it comes to posting job ads and attracting serious applicants? I’ve used traditional platforms like Indeed and Facebook groups, but I’m noticing mixed results — either too many unqualified applicants or not enough engagement at all. I’m especially interested in remote, customer service, or virtual assistant roles, if that helps narrow it down. Here’s what I’m trying to figure out: Best platforms for getting motivated and reliable applicants Tips for writing job ads that stand out and actually get responses Any niche sites or community-specific boards worth trying? Would love to hear what’s working for you — or even what’s not! Thanks in advance — Prestige Impact CenterOnboarding Software for new hires
I am in the process of hiring for my residential cleaning business. Is there any software that is like a database for keeping track of employees? I saw a software by Pipehire. I like the platform, but when I called to inquire I was not happy with how the person answered the phone. Made me question if it was legit or not. I am new at hiring so I just wanted to make sure I doing the process correctly and having a software with checklist to keep track would be helpful.
Need advice on scaling
Hi everyone need some advice. The phone has been ringing off the hook and I just can’t keep up with all the work coming my way. I’m a small one man operation and full time firefighter looking to add a couple guys to my operation. any tips would help on how to properly go about expanding. Thank you guys!You Don’t Need More Hours — You Need the Right People
Everyone says they want to grow — but few are willing to let go. The inbox, the content, the sales follow-ups, the backend bugs — they hang onto it all, thinking it’s the only way to keep control. I get it. I used to do the same. But over the last 9+ years, I’ve built and scaled businesses by doing the opposite: building a remote team I trust, and getting out of their way. Not just “virtual assistants” — real professionals. People who run content, sales outreach, client communication, systems, software, and everything in between. They don’t just lighten the load. They raise the bar. This approach has been a game changer — not just for saving time, but for building momentum that actually lasts. It’s what I’ve been doing successfully for nearly a decade. If you’re wondering where to find this kind of talent, how to train them, or how to make it actually work long-term — drop your questions. Lets talk!
